Ugh. When Will the Great Resignation End?
What in the heck is ever going to counter the Great Resignation?!
Can we come up with a $25K counteroffer? Pretty sure that's a no. Can we go up against a decision to backpack Europe or write a book? Yea, not so much. Can we do a bit better in shoring up our internal game so that our processes, culture, or manager effectiveness isn't driving people out? YES!
3 STRATEGIES TO COUNTER RESIGNATIONS
First thing, consider this a brief overview. I have way deeper content/context on these strategies (plus there are actually 4) but we'd need an hour for me to talk you through them.
1. Energize – Preserving or injecting energy into a workday, a project, a team, or a meeting can serve to counter some of the mundane repetitiveness of a person's job.
Think of raising a conversation's energy through a smile and an upbeat disposition. Think of adding variety to your team meetings to get folks off autopilot. Think about asking fresh questions in your 1:1s to build a little more enthusiasm into the relationship (if you'd like my list of 1:1 questions, reply and I'll send it to you).
2. Systemize – Mental capacity is drained when there is a lack of clarity, confusing processes, or constant interruption and restarts.
Where on your team can you create a system or a process where there isn't one now? With less pull on their brain power trying to wade through the muddiness, a team can dedicate more energy and focus to the task at hand, which boosts productivity and, in turn, engagement.
3. Appreciate – Even if it's momentary, a genuine act of appreciation can serve to inject motivation and enthusiasm back into the work at hand. Plus, an employee that feels valued just might stay longer.
Are you consistently calling out appreciation and recognition to your folks? Or have your compliments gone stale or repetitive (saying "good job" one too many times?).
WHAT THIS MEANS FOR MANAGERS
Can you single-handedly ward off every future resignation? No. But, knowing you have some tools beyond a counter-offer and a good cry is certainly helpful.
I know this isn't an easy topic and, for managers especially, there is so much pressure to keep employees happy and engaged in their jobs enough to stay.
Perhaps it's a bit more helpful to remember that these 3 strategies are also designed to keep YOU from resigning! By injecting a bit more energy into your projects or meetings it might swing your attitude a little. Perhaps systemizing some of the daily clutter & process confusion could reduce your overwhelm. Or doing a bit of self-appreciation to call out your own wins and successes would impact your state of mind and remind you that you're providing value and having an impact.
I've created a starter list of suggestions - things a manager can do to impact each of these 3 strategies at work - I call them Retention Action Steps. Click the button below to download.
Consider a few thoughts:
1. If you put a rating on the energy level of your team, would the rating be "Could definitely use a little more energy" or "We've got more than enough energy to go around"? What can you do to be more of an energetic spark on your team?
2. Where in your department is there a lack of clarity, lots of process confusion, or a drain on time and resources because a system is deficient or lacking? What would it take to clarify and communicate a better way of doing things?
3. How do you remember to appreciate folks on your team? What kind of reminder could you put in place to more consistently call out the contribution, effort and passion shown by your team?
About The Author
For the past two decades, Cecilia Gorman has helped advertising agencies and other creatively-minded companies fix costly communication and productivity issues by teaching managers how to become better connectors, motivators, and leaders. Cecilia is the author of Always Believe In Better, creator of the digital learning course for managers—Manager Boot Camp, and co-founder of the global training and support community for working women—Empowership.
Interested in growing your skills as a manager? Check out how Manager Boot Camp might help.